LILA ~ Learning Innovations Laboratory at the Harvard Graduate School of Education

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  2. Marga Biller

    APRIL 2020 SPEAKER PROVOCATION #1 (video): Michael Kenney – Competitive Learning Ecologies

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    Comment March 26, 2020
    One of the benefits of being part of LILA is that we can learn from different contexts - ones that may appear to be far from the usual routines in our own organizations.  Perhaps never has this been more true than with the focus of our current speaker Dr. Michael Kenney, professor at the University of Pittsburg.  His research explores how drug traffickers, terrorists, and government officials gather, analyze, and apply knowledge and experience. His analysis reveals that the resilience they posses stems partly from the ability of illicit enterprises to change their activities in response to practical experience and technical information, store this knowledge in practices and procedures, and select and retain routines that produce satisfactory results.
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  3. Marga Biller

    APRIL 2020 SPEAKER PROVOCATION #2 (video): Chris Myers – Vicarious Learning in Modern Organizations

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    Comment March 26, 2020
    Chris Myers' research has focused primarily on learning in health care organizations and other knowledge-intensive work environments.  Chris will share how individuals learn through interpersonal interactions, shared understanding and meaning making of others’ experiences at work ---what he calls Vicarious learning --which has long been recognized as a driver of individual, team, and organizational success.  As you listen to Chris, think about what opportunities and practices support vicarious learning in your organization.
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  4. Marga Biller

    APRIL 2020 SPEAKER PROVOCATION #3 (video): Michael Kenney – Communities of Practice

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    Comment March 26, 2020
    After you view the provocation, please add your comments to the bottom of this post.  Michael suggests you reflect on these questions: Does  your organization currently use communities of practice?  To what end? How do they hinder or help learning in your organization? Do your communities of practice have any characteristics that hamper learning? How might your organization improve your communities of practice to enhance learning and improve performance?   CLICK TO VIEW COMMUNITIES OF PRACTICE       To access the PPT for the presentation, click here.
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  5. Marga Biller

    Human and Artificial Cognition: Systems, Ecologies and Culture

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    Comment November 4, 2019
    How is digital technology shifting the way that we learn within organizations?How do we prepare ourselves and our organizations in local and global ecologies of change? How do we act in that tension between current demands and future demands? How do we do significant cognitive work with sophisticated technologies? Dr. George Siemens points out that we are beginning to think with technology –it is more than a tool that we use, it is a tool that uses and shapes us. As we look towards the future of organizational performance, we need to consider technology agents in addition to human employees and participant
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  8. Using the past to create the future with Davide Ravasi

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    February 6, 2019
    How do organizations use their history to understand and reform identity to support transformation?   Radical change can often be destructive so it is interesting to note how organizations look back to their history to create continuity in org identity while changing. Davide’s more recent research identifies the variety of historical mechanisms that organizations use to shape identity. One way is using collective memory – the shared memories of communities that get passed down, the rituals of remembrance, and symbolic objects and places to embody collective memory. For example, corporate museums are places that give quite a bit of evidence of...
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  9. Who are we as an organization and how did we get there?

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    Comment February 5, 2019
    f organizational identity is a self-reflective relatively mindful answer to the question of who we are as a organization, were does this come from? Davide Ravassi's work into organizational identity has examined various aspects of an org such as the emotional conceptualization, what is central and distinctive, deeply held beliefs, and claims and narratives that are reflective in the commitments. Interestingly, he has found that identity is revealed through conflict – when resources are scarce, when there is urgency, when there is some event that causes disruption. Also, foundational traits are acquired at the beginning of the organization: they are early imprints.
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  10. Who are we? Organizational Identity content and its effect on members’ identification.

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    February 5, 2019
    Shelley Brickson – University of Illinois-Chicago   Shelley shared her work on organizational identity, which is a member shared understanding of what is central to an organizational character, distinct and relatively enduring about the organization. These can be “what we do” and/or “who we are.” The latter is more character-based and describes commitments, values, etc.   How does identity shape patterns of behavior? This is a driving question of her research.   First we should understand, “who is the organization?” This involves identity orientation. I key idea is that people have different senses of self: individualistic, relational, and collectivist.   Shelley’s work...
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Harvard Graduate School of Education